Hiring

Should your background checks include sex offender registries?

11/13/2007

The Internet lets employers can find out much more about prospective employees than they could just a few years ago. One sort of web site of interest to employers doing background checks: the government’s sex offender registries. Follow these guidelines to use that information responsibly—and legally.

I-9 do’s and don’ts

11/13/2007

Login Email Address Password I forgot my password To continue reading this page, become an HR Specialist Premium Plus member today! Your subscription includes: Ask the Attorney: Answers to your HR legal questions Compliance Guidance: Access to 7,000 HR news articles, updated daily, sorted by state State-by-State: Summaries of HR laws in all 50 states […]

Should you try to win over job candidate’s parents, too?

11/13/2007

You may have seen the "60 Minutes" report last Sunday on the "millennials"—the 80 million Americans born between 1980 and 1995. They’re your new employees and they’re…well… different. Some of them even want mom and dad to come along with them to job interviews. And that’s just fine by some large employers.

Replace your I-9: Feds unveil revised form

11/08/2007

That old stalwart of HR paperwork—the I-9—finally got its much-anticipated face lift. On Nov. 7, the U.S. Citizenship and Immigration Services issued a new version of the Employment Eligibility Verification Form (Form I-9). Start using it now!

Checklist: Top 9 Reference-Checking Questions

11/07/2007

Checklist: The Right Interview Questions to Ask

11/07/2007

Checklist: Job Interviews: The Attitude Meter

11/07/2007

Say what!? Gen Y employees bring great expectations to work

11/06/2007

Perez Hilton, who? d-listed, what? And what in the world does “OMG” mean? If you’re feeling out of touch with workers from younger generations at the office, you’re not alone. Generation Y is reshaping the workplace.

Exec claims systemic bias? Don’t shoot the messenger

11/01/2007

If a manager or other high-level employee comes forward with charges the company discriminates based on race, sex or other protected characteristics—stop, look and listen! Unless you are absolutely sure there’s no basis for the manager’s claims, take those charges seriously. Whatever you do, don’t punish the manager or try to drive him out …

Reduce discrimination risk by having same person hire, fire

11/01/2007

If possible, it makes sense to have the same person provide hiring and firing input. Here’s why: Logically, it makes no sense for someone to hire an applicant despite apparent protected characteristics (e.g., gender, race, religion) and then fire that person because of those same characteristics. Although it may not be enough to get a case dismissed, courts will consider it and it may persuade a jury in your favor …

Hiring

Should your background checks include sex offender registries?

I-9 do’s and don’ts

Should you try to win over job candidate’s parents, too?

Replace your I-9: Feds unveil revised form

Checklist: Top 9 Reference-Checking Questions

Checklist: The Right Interview Questions to Ask

Checklist: Job Interviews: The Attitude Meter

Say what!? Gen Y employees bring great expectations to work

Exec claims systemic bias? Don’t shoot the messenger

Reduce discrimination risk by having same person hire, fire

Tools

Advice by State

Advice by Topic